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Baolute Enterprise is a vertically integrated resource recycling enterprise. It has companies and departments such as PET bottle recycling, recycled fiber, resource recycling plant equipment and engineering. The factories are mainly in Zhejiang and Taiwan, and it is a Taiwan-funded enterprise.
core value
A working environment with gratitude, respect, and love as its core values, we actively pay attention to environmental issues, including bottle-to-bottle recycling, carbon reduction actions, and marine waste treatment. We provide a variety of end products corresponding to various environmental issues, and are committed to becoming a leader in the plastic materials industry. Environmental promoter. We also attach great importance to product quality and provide customers with traceable batch management of finished products.
Invest resources to apply for product safety labels such as FDA and EFSA, operate with integrity and deliver the best products to customers with the most responsible attitude.
We believe that talents are the cornerstone of an enterprise. By deepening organizational functions, mutual assistance and cooperation, and paying attention to systems, employees and enterprises can grow together and build a solid team.
Business philosophy
We are committed to becoming a leader in environmentally friendly recycled plastics, actively promoting the recycling of recycled plastic raw materials, doing our part for environmental protection, and at the same time earning profits for ourselves, creating job opportunities for the local area, and giving back to the countryside.
We use the most advanced technology and the richest experience to process complex and diverse recycled materials into standard quality products.
Targeting customer needs, we actively seek brand cooperation, replace virgin products with regeneration, and pursue the goal of net-zero carbon reduction.
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Labor-Management Relations
The company's employee welfare measures, further education, training, retirement system and their implementation, as well as the agreement between labor and management and various employee rights protection measures
1. Employee welfare measures, further education and training
In addition to providing labor insurance and national health insurance for employees in accordance with the law, the company also regularly organizes education and training and domestic and international travel. In addition to wages, employees are provided with birthday gifts, wedding and funeral celebrations, and emergency relief subsidies. At the end of the year, a year-end bonus may be given depending on the company's profit situation.
| Welfare Types | content |
|---|---|
| Salary | The salary agreed upon in the employee's employment contract |
| Bonus | Festival bonus, performance bonus |
| insurance | Labor insurance, health insurance, and employee group insurance |
| holiday | Special leave, work-related sick leave, personal leave, ordinary sick leave, marriage leave, bereavement leave, maternity leave, prenatal check-up leave, paternity leave, maternity leave, family care leave, compensatory leave, pregnancy and recuperation leave |
| Subsidy | Employee health check-ups, wedding and funeral services, childbirth assistance, and emergency assistance for injuries and illnesses |
| Leisure and Recreation | Department quarterly dinners, domestic and international travel, year-end party raffles |
| Festival Bonus | Three festival gift certificates (products), birthday gift certificates |
| Facilities | Staff lounge, smoking area, tea and snack room |
2. Retirement system and its implementation
In line with government policy, our company adopts a personal retirement account system, paying 6% of the worker's monthly salary as a labor retirement fund each month, which is deposited in the employee's personal account at the Labor Insurance Bureau.
3. Agreements between labor and management and measures to protect employee rights and interests
The company's measures and regulations on labor-management relations are based on relevant laws and regulations. The company has always adhered to the management method of self-management and full participation. Each department manager and his subordinates have regular business meetings, education and training, and effective communication, so the labor-management relationship is good and no disputes occur. The company has long been committed to employee care. In order to prevent occupational accidents and protect the safety and health of workers, it has established the "Occupational Safety and Health Work Code" and is responsible for the revision, formulation, promotion, implementation and tracking of various environmental and occupational safety and health regulations and systems, as well as safety and health inspection business. Our company has established labor-management meetings and an occupational safety and health committee in accordance with labor laws and regulations. Labor and management elect representatives and hold regular meetings to discuss labor rights, benefits, and occupational safety-related matters.
Work Environment and Labor Safety
Our company has long been committed to employee care. To prevent occupational accidents and protect the safety and health of workers, the specific measures are as follows:
1. Company Organization:
(1) Hire professional and dedicated workers’ safety personnel
(2) Establish a cross-departmental disaster prevention research unit: Occupational Safety and Health Committee
2. Job responsibilities:
(1) Revise, formulate, promote and track various environmental and occupational safety and health laws and regulations.
(2) Coordinate the company's safety and health inspection business.
(3) Fire and public safety: Annually report fire equipment maintenance and public building safety inspection.
(4) Education and training: Fire education and training, annual review requirements for professional certificates (safety and health business supervisors and labor safety and health managers, etc.).
(5) Arrange annual health examinations and special health examinations.
Reporting System Area
The Company encourages internal and external personnel to report dishonest or improper behavior, and will provide bonuses according to the severity of the report. Internal personnel who make false reports or malicious accusations shall be subject to disciplinary sanctions, and those with serious circumstances shall be dismissed. The Company has established and announced an internal independent reporting mailbox and hotline on the company website and internal website, or commissioned other external independent organizations to provide reporting mailboxes and hotlines for use by internal and external personnel of the Company. The reporter should provide at least the following information:
1. The name and ID number of the reporter can be used to contact the reporter's address, phone number, and email address.
2. The name of the person being reported or other information sufficient to identify the identity of the person being reported.
3. Specific evidence available for investigation.
The relevant personnel of the company who handles the report should keep the identity of the reporter and the content of the report confidential in a written statement. The company also promises to protect the reporter from being improperly punished due to the report. The company's dedicated unit will handle it according to the following procedures:
1. If the report involves general employees, it should be reported to the department head. If the report involves directors or senior managers, it should be reported to independent directors.
2. The company's responsible unit and the supervisor or personnel who received the report in the preceding paragraph shall immediately ascertain the relevant facts, and the compliance or other relevant departments shall provide assistance when necessary.
3. If it is confirmed that the person reported has violated the relevant laws or the company's integrity management policies and regulations, the person reported shall be immediately required to stop the relevant behavior and take appropriate measures, and if necessary, request damages through legal procedures to protect the company's reputation and rights.
4. The acceptance of the report, the investigation process, and the results of the investigation shall be kept in written documents and preserved for five years. The preservation may be done in electronic form. Before the expiration of the preservation period, if a lawsuit related to the content of the report occurs, the relevant information shall continue to be preserved until the end of the lawsuit.
5. If the report is verified to be true, the relevant units of the company shall review the relevant internal control systems and operating procedures and propose improvement measures to prevent the same behavior from happening again.
6. The responsible unit of the company shall report the report, its handling method and subsequent review and improvement measures to the board of directors.
Channels for reporting illegal or unethical behavior of internal and external personnel Email: hr@bo-re-tech.com
